Under the instructions of the newly appointed CPO of a global pharmaceutical giant Purcon were appointed to help restructure a global procurement function spread across a range of international locations. As part of a major change initiative to develop a world class procurement function and deliver bold savings targets, the CPO needed an innovative recruitment solution to attract the best and the brightest candidates across all geographies.

The Purcon team worked hand in hand with the client’s HR and the Procurement Leadership Team across the UK, US, Sweden and Europe to understand the individual requirements across each business area. These covered Corporate Services, IT, Research and Development, Operations, Process and Compliance and Business Process Outsourcing.

In just 12 months Purcon has successfully placed 23 permanent candidates and 4 interim managers across four international regions in mid and senior management positions.

The relationship continued to deliver excellent candidates for on-going roles as the programme moved into its “business as usual” phase.

Whilst following a clear brief from the CPO of his vision of a talented procurement professional, it was also critical to form individual relationships with the hiring managers in each business unit and geography. This ensured delivery of not only the corporate objectives but the in-country requirements. Understanding quickly the cultural differences, the mechanics of the local recruitment process and candidate mentality were crucial to the success of the project.

Purcons success in delivering a global solution comes down to their extensive candidate network and excellent research capability to identify and target individuals with the specific skills required by the client, regardless of their location. Candidates were sourced from a wide range of industry backgrounds including manufacturing, finance, consulting, retail and automotive as well as pharmaceuticals for some of the more specific requirements. Much of the research activity was also focused on finding the “hidden” talent, those passive candidates not actively looking for a career change.

In such a competitive market for talent it was important to set the client brand apart from the rest. Various intensive marketing activities were undertaken including editorial articles in specific procurement press as well as the development of a specific Microsite within the Purcon website to profile the client as an Employer of Choice and consistent Social Media messaging was enacted. All contact and communications with potential candidates focused on looking beyond “just another job” to highlight the broader challenges and career progression on offer as well as the chance to be part of a hugely exciting and career enhancing change programme.